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Recruiting
"Companies are vying for the best talent"
by Julia Dopjans

Demographic change and the shortage of skilled labour present employers with the challenge of competing for the best talent. Melanie Günther, Team Lead Talent Sourcing, explains how REWE Group is responding to this and why personal and social networks are playing a growing role in recruiting.

one: There is talk of a shortage of skilled labour everywhere. What is the situation like for young professionals - do you already see challenges here in filling positions adequately?

Melanie Günther: The labour market is changing: the employer market, in which many applicants competed for one position just a few years ago, has become an employee market. Today, companies are vying for the best candidates - and no longer just in IT, but also in many other areas, such as purchasing, accounting or marketing. Even at entry-level and young professional level, we have to advertise ourselves as an attractive employer more than in the past. Other companies are also "at the cutting edge" in terms of attractive benefits, (management) culture and diverse tasks. It is clear that candidate expectations are increasing and challenging us as a company, including with regard to flexible working (worldwide) and salary expectations.

one: How does this affect the recruitment of talent overall?

Melanie Günther : We are continuously expanding our portfolio within the Recruiting Centre in order to attract new talent. Traditional job advertisements alone are reaching their limits. According to market analyses, there are currently only 0.7 applications per job advertisement across Germany. For some years now, we have therefore been actively approaching talented individuals, for example through our Talent Sourcers, who primarily establish contact with latent job seekers. At the same time, we try to attract good employees by cooperating with companies that are downsizing at an early stage. In addition, we work with the Federal Employment Agency to promote partial qualifications, particularly for sales staff and logistics specialists. These measures are flanked by a comprehensive social media presence, for example on Instagram and LinkedIn, as well as various other employer branding measures.

one: A few years ago, job adverts on job boards and the company's own career portal were still the most important pillar of recruitment. To what extent has that changed?

Melanie Günther: Recruiters have to decide for each new vacancy which measures work best for the specific target group. A wide range of tools can be used, for example consisting of job advertisements, talent sourcing, employer branding measures, talent pools or collaborations. However, the searching department can also get involved at the start of the search by activating its own network. This can be done via a job post in professional networks, for example. Our credo here, for example in relation to the search for a software developer, is: IT people know IT people.

one: How do you prepare employees for this?

Melanie Günther: At the Recruiting Centre, we offer regular training courses - on request if required - so that employees can act as job ambassadors themselves. Formats such as "Lunch & LinkedIn" for advanced users or "Crash Course LinkedIn" for beginners offer tips and tricks for digital networking and becoming visible in the digital space. These activities in turn contribute to our recruiting success.

Expand your LinkedIn knowledge now

As a senior manager or colleague, what is the best way to advertise a job in my team? What makes a good LinkedIn post and what tips and tricks can I use to get the attention of as many people as possible? The "Lunch & LinkedIn" format provides answers to these and other questions. The aim of the training is to provide your own network with plenty of new content on vacant jobs. Experienced talent sourcers, recruiters and employer branding experts will show you how to do this in 45-minute sessions. Questions about LinkedIn will of course also be answered.

Don't have your own LinkedIn profile yet, or haven't actively used the network for a long time?

For beginners, there is the "LinkedIn Crash Course", which makes those interested fit for the largest social career network.

The upcoming training dates for all those interested in LinkedIn

Lunch & LinkedIn: Thursday, 29.09.2022 at 12 noon via Teams
LinkedIn crash course: Thursday, 20 October 2022 at 1 pm via Teams
Lunch & LinkedIn: Friday, 21 October 2022 at 1 p.m. via Teams
LinkedIn crash course: Thursday, 27 October 2022 at 12 noon via Teams

Registration takes place by email via TA-Events@rewe-group.com

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